There is a battle between good and evil, i.e., external and internal recruitment.
But why must we focus on the duality of recruitment?
Can we find a means of leveraging one another?
The alliance between internal and external recruitment can lead to the success of internal recruitment teams by keeping up with the company’s new growth while maintaining intentional hiring strategies.
The Battle of Recruiters Against Growth
Internal recruitment within the aerospace industry can cause conflict between employees and technology development. Many recruitment professionals enter the field with a pure desire to help people and improve company culture.
But what happens when culture meets technological innovation?
With aerospace set to grow at a rate of 7.7% to $430.7 billion in 2025 and a further 5.9% annually until 2030 to a total of $573.6 billion, recruitment teams are charged with an impossible dilemma of forgoing culture and employee experience for the sake of business development.
Recruitment partners allow internal recruiters to focus on a company’s culture with intentional hiring and tasking agencies with 80% of the sourcing efforts. Such partnerships will enable companies to invest their energy into what truly matters – aligning candidates and new hires with a company’s culture and mission.
Preventative VS. Reactive Hiring
As the weather cools down, hiring heats up!
Recruitment projections tell us that as aerospace contracts are won, employee headcount increases. Most new hires required for this workload expansion join an organization during Q3 and Q4. In a perfect world, internal recruitment teams would grow at the same rate as business development, but they are sadly the last to receive new resources.
Leadership seeks timely execution of hiring along with a successful talent pipeline. However, hiring efforts take more time than anticipated. Additional resources are necessary if a company refuses to expand its recruitment team.
Ditch the reactive mindset by prioritizing these partnerships before anticipated growth. Third-party recruitment can develop your talent pipeline sooner rather than later, providing qualified candidates in a shorter period.
In addition, recruitment partnerships prevent burnout and alleviate the pressure on hiring managers and recruiters hustling to add to their workforce while maintaining their technology contributions.
Invest in Recruiter Education
With the average income within aerospace landing between $100-150K annually, the aerospace industry has become the prioritized venture for third-party recruitment agencies.
But are they up to the challenge?
The fact is agency recruiters need access to educational resources to source candidates of the caliber required within the innovative world of aerospace.
Nova Space Inc. finds the recruitment space by establishing a team of aerospace professionals with industry and technical expertise to source qualified candidates.
Educating recruitment teams earns the respect and notoriety of leaders within aerospace, viewing recruitment partnerships as assets instead of administrative burdens.
Recruitment partners only stand a chance at tackling aerospace recruitment when they finally invest in foundational knowledge.
